Conflict Management in Organization

MGMT803 Organisational Behaviour and Management
Report Title: CONFLICT MANAGEMENT IN ORGANIZATION
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1 Introduction
Conflict Management refers to process that helps in limiting negative aspects of the conflict. It
is indicative of increasing positive aspects in relation to a conflict. It refers to the ability of an
employee of being able to handle the conflicts in a fair and efficient manner. The report states that
the conflict management styles can pave the way for the success or the failure of an organization.
This report throws light on the conflict management styles in an organization and the methods that
can be made use of by an individual in resolving conflict.
2 Overview of Conflict Management in Organization
2.1 Conflict Management Style
The article, “Conflict Management Styles of Turkish Managers” talks about the fact that
conflict within an organization can be healthy and it can foster the creativity in an organization. It
states that the interaction of human beings coming from various cultures in an organization creates
tension within an organization. According to Özkalp, Sungur and Ayşe Özdemir (2009), the conflict
in an organization being managed in the proper manner can create the way for the personal along
with the organizational conflict. This article talks about the main characteristics pertaining to the
Turkish culture that includes high collectivism, uncertainty avoidance, conservatism along with the
power distance. The article states that the leader power helps in manifesting the feudal links that
have strong roots within the Turkish culture. The conflict within an organization can be managed in
various ways like withdrawing, problem solving and compromising. The organizations have to
adjust to the globalization and this causes frequent shifts in relation to their strategy. It is seen that
the conflict takes place at the time of implementation of strategy within an organization.
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The second article, “Organisational Conflict and Most preferred Conflict Management Styles”
states that the conflicts within an organization arise owing to the contradictory goals along with the
interests within an organization. The conflicts take place in an organization as the goals of the
various stakeholders are different in an organization. This article states that conflict can be stated to
be psychologically healthy. Conflict can be said to be psychologically healthy owing to the fact that
it acts as a vent for the frustration that an individual feels in an organization. It helps in enabling
feeling of the participation along with the joy in an organization. The article talks about the fact that
the conflict in an organization can be managed by taking recourse to compromise, integration along
with domination. The individuals can learn new ways of managing the conflicts that can help them
in coping with the conflicts arising in an organization.
2.2 Effects of conflict in organization
The article, “The Difference of Conflict Management Styles and Conflict Resolution in
Workplace” states that the conflict in an organization can pave the path for misrepresentation of the
words and the value of an individual. According to Huan and Yazdanifard (2012), there are two
kinds of conflict that arises in an organization: task conflict along with the relationship conflict. The
task conflict lays focus on resolving the problems that is caused on account of differences in the
viewpoints along with the ideas. The conflicts taking place in an organization can improve the
aspect of decision making. The negative personality traits in a company triggers the conflict in an
organization. The surgeons have the personality traits like perfectionism along with compulsiveness
that makes it difficult for them to admit the skills of the other people. The conflicts can also arise in
the preoperative phase in the event of surgeons disagreeing with the opinions of the other people.
There are direct along with the indirect consequences in relation to the unresolved conflict in an
organization. The indirect effects in relation to conflict are the negative publicity along with the
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